IRS Form 1099, 1099-NEC, and Form 1099-MISC: Advanced Issues and Updates

The Face of Compensation

$149.00

SKU: 410343

Description

Recognize and avoid compliance and business risks associated with various types of compensation arrangements.
Never in the history of company management has there been a greater array of challenges facing the board of directors, compensation committee, or owner that must determine how and what to pay company executives. Inflation, regulation, supply chain interruptions, and increased shareholder demand that the executives compensation actually reflect the executives performance (and, in turn, shareholder return on investment) all coalesce to create an environment full of conflicting expectations and obligations. Talented executives are hard to find and keep. It is difficult to set performance expectations and compensation triggers when forces outside the executives control may negatively impact company profitability and owner investment returns. This topic will help those that create, administer, and advise compensation committees, company boards of directors, and owners on executive pay. This presentation will help the compensation administrator assure directors, compensation committee members, and shareholders that money paid to the executive will actually help retain and incentivize the executive and fairly reflect the executives job performance.

Date: 2023-02-15 Start Time: 1:00 PM ET End Time: 2:05 PM ET

Learning Objectives

* You will be able to recognize those types of compensation arrangements most likely to actually retain and incentivize employees.

* You will be able to identify compliance issues that arise with various types of compensation arrangements.

* You will be able to communicate with shareholders and owners justifications for types and amounts of compensation being paid to executives.

* You will be able to recognize how to avoid compliance and operational traps in the administration of executive compensation and change of control agreements.

Executive Compensation—Trends and Limitations
• Popular Types of Executive Compensation Arrangements
• Justifying Executive Compensation as an Incentive to Retention and Performance
• Weighing Shareholder Interests Versus Keeping Your Executives
• Benchmarks for Performance (Direct and Comparative)

Compensation-Related Legal and Enforcement Actions
• Regulatory Enforcement
• Shareholder Derivative Complaints
• Section 280G
• Section 409A
• Executive or Employee Complaints

Change of Control Agreements-Triggers and Stopping Points
• Problems With Starts and Stops
• Coordination With Language of Employment Agreements
• Short-Term Deferrals Versus Deferred Compensation
• The Friendly Change of Control

One-off Bonus and Severance Agreements
• Issues That Arise When Extraordinary Payments Are Made
• Communications With Shareholders
• Problems That Arise When You Buying off Your Bad Executive

Common Errors in Executive Compensation Administration
• Creating Tax Issues for the Executive
• Failing to Recognize When Income Should Be Recognized
• Wage Versus Capital Gains Treatment of Payouts
• The Missing Employee
• Issues That Arise When the Company Needs to Buy Out a Compensation Program

AIPB ,CLE (Please check the Detailed Credit Information page for states that have already been approved) ,HR Certification Institute ,CPE ,SHRM ,Additional credit may be available upon request. Contact Lorman at 866-352-9540 for further information.

Kathleen R. Barrow-Fox Rothschild LLP

IRS Form 1099, 1099-NEC, and Form 1099-MISC: Advanced Issues and Updates

The Face of Compensation

$209.00

SKU: 407432

Description

Understand the everchanging landscape of employee compensation and how a pay audit can help identify and mitigate risks to the employer.
Creating employee compensation packages is complex because it is shaped by federal statutes, state and local laws, industry norms and corporate culture. Employers do not always fully appreciate the risks posed by the compliance issues that go beyond minimum wage or the creative compensation solutions available to employers. This topic helps the persons responsible for employee compensation to understand the everchanging landscape of employee compensation and how a pay audit can help identify and mitigate risks to the employer. The material also explains the mechanics of a pay audit, the benefits of conducting them proactively, and the current state of the law. Failing to understand the litigation risks and compliance concerns relating to employee compensation and pay disparity can negatively impact business operations. It can lead to additional taxes, hiring and retention issues, fines, court costs, and unfavorable settlements. This information is critical for employers so they can avoid unpleasant enforcement actions, adverse judgments, and the business losses associated with lowered employee morale and negative PR.

Date: 2020-07-17 Start Time: 1:00 PM ET End Time: 2:30 PM ET

Learning Objectives

* You will be able to discuss the purpose of conducting a pay audit and ways in which it benefits both employers and employees.

* You will be able to identify the regulatory bodies and statutes that shape compensation packages.

* You will be able to recognize the risks to an employer that can be mitigated through pay audits.

* You will be able to review the current state of the law on compensation, including recent case law, recent legislative changes, and questions about what comes next for employers.

Beyond the Basics of Compensation
• Not Just Salary Negotiations • Components and Creativity in Compensation Packages
• The Wage Gap(s) • Gender and Racial Disparity
• General Compliance Concerns • Federal Statutes and Regulations That Shape Compensation

Pay Audits
• Who Needs It and Why
• How Pay Audits Work
• When to Conduct a Pay Audit

Risk Mitigation • Avoiding the Headlines
• Legislative Updates
• Litigation Updates
• What the Future Holds for Compensation

AIPB ,CLE (Please check the Detailed Credit Information page for states that have already been approved) ,CPE ,HR Certification Institute ,SHRM ,Additional credit may be available upon request. Contact Lorman at 866-352-9540 for further information.

Angela M. Stockbridge-Wilkins Finston Friedman Law Group, LLP, Allison S. Wallin – Raines Feldman LLP, Lindsey A. White – Shawe Rosenthal, LLP